AN EFFECTIVE teacher is perhaps the most important

What the World Can Teach Us About New Teacher Induction In the U.S., if new teachers receive any induction at all, it is typically delivered by a single mentor and is not well stru c t u red. The authors re p o rt on the much more systematic approaches to induction that five other countries have adopted. BY HARRY K. WONG, TED BRITTON, AND TOM GANSER AN EFFECTIVE teacher is perhaps the most important factor in producing consistently high levels of student achievement. 1 Thus the profession must see to it that teachers are continually learning throughout their careers, and that process begins with those newest to the profession. A new teacher induction program can acculturate those newcomers to the idea that professional learning must be a lifelong pursuit. A recent book edited by Ted Britton, Lynn Paine, David Pimm, and Senta Raizen provides a more detailed look at how five countries Switzerland, Japan, France, New Zealand, and China (Shanghai) acculturate their new teachers, specifically their science and mathematics teachers, and shape their entry into the profession. 2 In this article, we share a brief summary of the findings reported in that volume. The five countries studied provide well-funded support that reaches all beginning teachers, incorporates multiple sources of assistance, typically lasts at least two years, and goes beyond the imparting of mere survival HARRY K. WONG is a co-author of The First Days of School and of New Teacher Induction: How to Train, Support, and Retain New Teachers. He lives in Saratoga, Calif. TED BRITTON is associate director of WestEd s National Center for Improving Science Education, Redwood City, Calif., and currently directs a study of the induction of mathematics and science teachers in the U.S. TOM GANSER is director of the Office of Fi e l d Experiences, University of Wisconsin, W h i t e wa t e r. He also serves as a consultant for the design, implementation, and evaluation of new teacher mentor programs. 2005, Harry K. Wong. skills. For example, in Switzerland, new teachers are involved in practice groups, where they network to learn effective problem solving. In Shanghai, new teachers join a cult u re of lesson-preparation and teachi n g - re s e a rch groups. New teachers in New Zealand take part in a 25-ye a r - old Advice and Guidance program that extends for two years. Lesson study groups are the mode in Ja p a n, while in France, new teachers work for an extended time with groups of peers who share experiences, practices, tools, and professional language. Be f o re we go into more detail about these programs, a basic definition of induction is in order. Induction is a highly organized and compre h e n s i ve form of staff development, invo l v i n g many people and components, that typically continues as a sustained pro c e s s for the first two to five years of a teache r s care e r. Mentoring is often a component of the induction process. The exponential growth in the number of induction programs in the Un i t- ed States attests to the value that staff developers and other school leaders ascribe to them. Educational leaders JANUARY 2005 379

h a ve eagerly adapted their appro a c h- es to induction to reflect the many changes in the teaching profession. 3 But induction programs are a global phenomenon, and here we offer U.S. leaders a summary of the best practices of the international programs rep o rted by Britton and his colleagues. SWITZERLAND In the Swiss system, teachers are assumed to be lifelong learners. Fro m the start, beginning teachers are viewe d as professionals, and induction focuses on the development of the person as well as on the development of the professional. Induction begins during student teaching as teams of three students n e t w o rk with one another. It continues for beginning teachers in practice groups of some half a dozen teachers and is carried forw a rd in mutual classroom observations between beginning teachers and experienced teachers. Thus induction moves seamlessly from a teacher s preservice days to n ovice teaching to continuing pro f e s- sional learning. The Swiss philosophy explicitly rejects a deficit model of induction, which assumes that new teachers lack training and competence and thus need mentors. Instead, in several cantons, t h e re is a carefully crafted array of induction experiences for new teachers, including: Practice groups. These are a form of stru c t u red, facilitated network i n g that supports beginning teachers fro m different schools as they learn to be e f f e c t i ve solvers of practical pro b l e m s. St a n d o rt b e s t i m m u n g. Pr a c t i c e g roups generally conclude with a gro u p St a n d o rt b e s t i m m u n g a form of selfe valuation of the first year of teaching that reflects the Swiss concern with developing the whole person as well as the teacher. Counseling. Counseling is generally available for all teachers, but a g reater number of beginning teachers take part. It can grow out of the practice groups and can invo l ve oneon-one mentoring of classroom practice. In some cantons, counseling is mandatory for beginning teachers. Courses. Course offerings range f rom obligatory courses to vo l u n t a ry courses available on a regular basis to impulse courses, put together on s h o rt notice to meet a short-term need. These practices are supported with training for practice-group leaders, counselors, and mentors. A professional team heads the whole set of induction activities and is in charge of the practice-group leaders. The group leaders, all active teachers t h e m s e l ves, are the key to the quality of the practice groups and other components of induction, such as classroom visits and individual counseling. These individuals are re l i e ved of some of their teaching duties to make time for their responsibilities as practice-group leaders. They also receive additional pay and are themselves supp o rted by the central team. The gro u p leaders are trained for their responsibilities and take part in a wide range of professional development offerings to increase their competence as leaders. CHINA (SHANGHAI) The teaching culture in Sh a n g h a i features research groups and collect i ve lesson planning. It is a culture in which all teachers learn to engage in joint work to support their teaching and their personal learning, as well as the learning of their pupils. The induction process is designed to help bring new teachers into this culture. There is an impressive array of learning opportunities at both the school and the district level, among them: welcoming ceremonies at the school; d i s t r i c t - l e vel workshops and courses; d i s t r i c t - o r g a n i ed z teaching comp e t i t i o n s ; district-provided mentoring; a district hot line for new teachers that connects them with subject specialists; district awards for outstanding novice/mentor work; half-day training sessions at colleges of education and in schools for most weeks for the year; peer observation, both in and outside of school; 380 PHI DELTA KAPPAN

public or open lessons, with debriefing and discussion of the lesson afterwards; report lessons, in which a new teacher is observed and given comments, criticisms, and suggestions; talk lessons, in which a teacher (new or experienced) talks through a lesson and provides justification for its design, but does not actually teach it; inquiry projects and action research carried out by new teachers, with support from those on the school or district teaching re s e a rch section or induction staff; district- or school-deve l o p e d handbooks for new teachers and mentors; and e n d - o f - year celebrations of teache r s work and collaboration. In keeping with the collective and collaborative focus of the teaching c u l t u re in Shanghai, a number of other critical components play a role in the induction process for new teache r s. L e s s o n - p re p ation a r gro u p s. The heart of the professional learning culture is the lesson-preparation group. These g roups engage new and veteran teachers in discussing and analyzing the lessons they are teaching. Te a c h i n g - re s e a rch gro u p s. A beginning teacher is also a member of a t e a c h i n g - re s e a rch gro u p, which provides a forum for the discussion of teaching techniques. Each teacher, new or experienced, must observe at least eight lessons a semester, and most teachers observe more. It is ve ry common for teachers to enter others classrooms and to engage in discussion about mutually observed teaching. These conversations help new teachers acquire the language and adopt the norms of public conversation about teaching, and that conversation becomes a natural part of the fabric of any teacher s professional life. Teaching competitions. Districts org a n i ze teaching competitions with the goal of motivating new teachers and encouraging the serious study of and preparation for teaching. The competitions also identify and honor outstanding accomplishment. Lessons are videotaped so that the district can compile an archive for future use. Teaching thus becomes community pro p e r- t y, not owned privately by one teacher, but shared by all. NEW ZEALAND In New Zealand, the induction phase is called the Advice and Guidance (AG) program. The AG pro g r a m is seen as the initial phase of the lifelong professional development of teachers. Eve ry beginning teacher re c e i ve s 20% released time to participate in the program. Teachers and school-level administrators are willing to invest in the effort to support beginning teachers p a rtly because schools are re q u i red to p rovide an AG program. Prov i s i o n a l- ly re g i s t e red teachers must document the AG support they re c e i ved during their first two years when they apply for a permanent certificate. But many of those who provide support for new teachers view their assistance as a commitment to the teaching pro f e s s i o n. The National Ministry of Education also provides limited regional res o u rces for professional deve l o p m e n t s e rvices to beginning teachers. Re g i o n- al meetings, which attract teachers fro m d i f f e rent schools, provide for the fre e exchange of induction experiences among a wide variety of part i c i p a n t s. Although there is a national handbook outlining the goals of the AG p rogram, the extent, nature, and quality of the local programs va ry widely. At the local school, an administrator or a staff member is typically the coordinator of the AG program. The people involved most directly in supporting beginning teachers are typically the AG coord i n a t o r, department heads, buddy teachers, and, to a lesser extent, all other school staff members. In those schools that have m o re than one beginning teacher, the AG coordinator will convene all the beginning teachers every two weeks t h roughout most of the ye a r. Ob s e r- vation of teaching is a key activity in s c h o o l - l e vel induction programs and comes in several varieties. As in Sw i t z- erland, facilitated peer support is an important induction strategy. Ted Britton explains that one re a- son New Zealand was chosen as a subject for study was the contrast it off e red with countries that place a gre a t deal of the responsibility for assisting beginning teachers on a single mentor or on just a couple of people. (He was alluding to the United States.) Indeed, we were struck by the variety of the sources of support in New Zealand and by how the schools make use of a range of induction activities. T h roughout the education system in New Zealand, there is a universal commitment to support beginning teache r s. JAPAN Teaching in Japan is regarded as a high-status occupation, a dignified p rofession. New teachers re c e i ve a reduced teaching load and are assigned guiding teachers. The guiding teacher is the key to success in the Japanese system. In school. All new teachers typically teach two or more demonstration lessons in their first year, with the lessons viewed by prefectural administrators, the guiding teacher, the school principal or assistant principal, and other teachers in the school. The demonstration or study teaching lesson, a traditional Japanese JANUARY 2005 381

method for improving teaching, is a formal public lesson, which is observe d and then subjected to critique by coll e a g u e s. James Stigler and James Hiebert view these lessons and their subsequent public analysis as the core activity of in-school teacher educat i o n. 4 To pre p a re for their public lessons, the new teachers will have written and rewritten their lesson plans, practiced teaching the lesson with one of their classes, and modified the lesson with the help of a guiding teache r. They might even call teachers fro m neighboring schools, whom they know from their university or prefectural classes, and seek their help and advice. In Japan, as in Shanghai, teaching is viewed as a public activity, open to s c rutiny by many. The induction pro c e s s welcomes beginners into that open practice and provides beginning teachers with many regular opportunities to observe their peers, their guiding teachers, and other teachers in their school, as well as those in other schools. No special arrangements need to be made, for schools and teaching are o r g a n i zed to allow for such open observations. Indeed, the method is so u n i versal that all teachers have experienced it, and all seem to see its wisdom and believe in its efficacy. The most critical factor is that it is the l e s- s o n that is criticized, not the t e a c h e r. New teachers are also required to submit a culminating action re s e a rc h project, based on a classroom lesson they would like to investigate. This p roject is usually about 30 to 40 pages in length and is to be handed in to the p refectural education office (though no formal feedback on it is prov i d e d ). These projects are accumulated in the prefectural inservice offices and are available for other teachers to use. Japanese teachers do not have their own, isolated offices. Rather, teams or even an entire staff will occupy one large room with individual desks and the accompanying equipment and supplies. Thus a new teacher re c e i ve s help from many teachers, since most veteran teachers believe it is their responsibility to help new teachers to become successful. Out of school. Most out-of-school activity occurs under the guidance of a city or prefectural inservice cent e r. Such a center is usually housed in a rather large building, is well staffed with specialists in most disciplines, and is dedicated to the inservice development of local teachers. Induction is only the first phase of a teacher s professional learning. All Japanese teachers must part i c i p a t e in sponsored inservice programs five, 10, and 20 years after their induction program has been completed. FRANCE To become a certified secondary teacher in France, one must successfully pass a highly competitive national secondary recruitment examination, both oral and written. A new teacher is referred to as a stagiaire, which translates roughly as someone who is undertaking a stage of development or formation. A pedagogical advisor, appointed by a regional pedagogical inspector, is p rovided for all new secondary school stagiaires. When new teachers need advice, the advisors give it, but the teachers are encouraged to proceed on their own. St a g i a i re so b s e rve one another s classes on numerous occasions. Off campus, all new teachers are re q u i red to attend sessions several days per week at the nearest IUFM (Institut Universitaire de Formation des Ma î t re ), s an institution created in 1991 specifically to handle teacher education and development. The main goal of the IUFMs is to increase both the intellectual status of teacher education and the professionalism of teache r s. At the IUFM, groups of stagiaires meet, and their work is directed by their f o rm a t e u, ran experienced teacher educator who teaches in the classroom part time and is employed part time by the IUFM. Fo rm a t i o n is the name given to the process a new teacher undergoes to become a member of the teaching profession, and the f o rm a t e u ris the person who prov i d e s f o r m a t i ve experiences. Fo rm a t i o nt r a n s- lates roughly as development or shaping. A typical day for a new teacher might include: p reparing several lessons, teaching the lessons, and marking the pupils homework; tutoring a smaller group of pupils; observing the pedagogical advisor teach and discussing features of the lesson; observing, participating in, and discussing lessons taught by a teacher in a different school in the same town; and working on aspects of teaching for a day and a half at the IUFM. A professional memoir, written under the guidance of a memoir tutor, is required of every new teacher. The memoir is a re p o rt on some detailed exploratory work relating to some aspect of teaching practice or to an academic issue. It can be done either individually or by a pair of s t a- giaires. The compulsory learning opportunities for stagiaires are varied. In France, first-year teaching and learning about teaching take place in a number of settings, and a certain amount of flexibility is re q u i red, as s t a g i a i re s m ove between institutional settings. The French view working with diff e rent teachers as ideal for f o rm a t i o n, 382 PHI DELTA KAPPAN

because these experiences bring the s t a g i a i re sinto contact with a considerable number of different people in varied roles: the f o rm a t e u r s; the pedagogical advisors; the school staff in d i f f e rent schools, including administrators and teachers of various subjects; the memoir tutor; different groups of pupils; parents; and possibly the regional pedagogical inspectors. T h e list is very long. St a g i a i re scan come to think of the group with whom they work at the IUFM as a tribe, a group of samesubject teachers working together in their joint area of specialization. And the notion of tribe is an important one. Various things support the integrity of a tribe: shared experience, shared practices, shared tools, and shared language. To an outsider, this process might look like induction that ends after the first year of teaching. But the Fre n c h view it as simply part of teacher form a t i o n; it is the method by which the system takes in new members. Although the induction approaches in the five countries differ from one another, they have three major similarities they are highly structured, they focus on professional learning, and they emphasize collaboration. Although the approaches to the induction of new teachers in the five countries discussed above differ fro m one another, they do have three major similarities that can provide useful ideas for staff developers re s p o n- sible for induction programs in the U.S. First, the respective induction a p p roaches are highly stru c t u red, comp re h e n s i e, vrigorous, and seriously monitored. There are well-defined roles for staff developers, administrators, instructors, mentors, or formateurs. In contrast, the professional development programs in the United States are often sporadic, incohere n t, and poorly aligned, and they lack adequate follow - u p. 5 The amount of time d e voted to professional deve l o p m e n t on a given topic is most commonly about one day during the year for any given teacher. 6 Second, the induction programs of the five countries focus on professional learning and on delivering growth and professionalism to their teachers. They achieve these ends with an organized, sustained pro f e s s i o n a l d e velopment system that employs a variety of methods. These countries all consider their induction pro g r a m s to be one phase or a single part of a total lifelong professional learning process. In contrast, in more than 30 states, the nearly universal U.S. practice seems remarkably narrow: mentoring predominates, and often there is little m o re. 7 In many schools, one-on-one mentoring is the dominant or even the sole strategy for supporting new teachers, and it often lacks real stru c- t u re and relies on the willingness of the veteran teacher and the new teacher to seek each other out. Many mentors are assigned to respond to a new t e a c h e r s need for day-to-day surv i va l A P P L I CATION TO NORT H A M E R I CAN SCHOOLS JANUARY 2005 383

tips, and so they function primarily as a safety net for the new teachers. T h i rd, collaboration is the stre n g t h of each of these five induction programs. Collaborative group work is understood, fostered, and accepted as a part of the teaching culture in all f i ve countries surve yed. Ex p e r i e n c- es, practices, tools, and language are shared among teachers. And it is the function of the induction phase to engender this sense of group identity in new teachers and to begin tre a t- ing them as colleagues. In contrast, isolation is the common thread and complaint among new teachers in U.S. schools. New teachers want more than a job.they want to experience success. They want to contribute to a gro u p. They want to make a difference. Thus collegial interchange, not isolation, must become the norm for teachers. 8 Indeed, the most successful U.S. induction programs go beyond ment o r i n g 9. They are stru c t u red, sustained, Isolation is the common thread and complaint among new teachers in U.S. schools. New teachers want more than a job. They want to contribute to a group. intensive professional development programs that allow new teachers to o b s e rve others, to be observed by others, and to be part of networks or study g roups in which all teachers share with one another and learn to respect one another s work. Michael Garet and his colleagues confirmed this finding when they showed that teachers learn more in teacher networks and study groups than with mentoring. 1 0 In their examination of over 30 new teacher induction programs in the U.S., Annette Breaux and Ha r ry Wong also found the inevitable pre s- ence of a leader. 11 These leaders have c reated organized and compre h e n s i ve induction programs that stress collaboration and professional grow t h. Teacher induction programs that re l y on networking and collaboration can be found in such places as the Flowing Wells Schools in Tucson, Arizona (the Institute for Teacher Renewal and Growth); the Lafourche Pa r- ish Schools in Lafourche, Louisiana (the Framework for Inducting, Retaining, and Su p p o rting Teachers program); and the Dallas Public Schools in Dallas, Texas (New Teacher Initia t i ves: New Teacher Su p p o rt and Development Programs and Services). The district staff developer and the building principal are the keys to establishing the commitment to teacher improvement and student a c h i e vement. But the bottom line remains: good teachers make the difference. Districts that provide struct u red, sustained induction, training, and support for their teachers achieve what every school district seeks to achieve improved student learning through improved professional learning. 1. Eric A. Hanushek, John F. Kain, and Steven G. Rivkin, Why Public Schools Lose Te a c h e r s, Working Paper 8599, National Bureau of Economic Research, Cambridge, Mass., 2001; and Aubrey Wang et al., Preparing Teachers Around the World (Princeton, N.J.: Educational Testing Se rvice, 2003), available at www. e t s. o r g / re s e a rc h / pic. 2. Edward Britton et al., eds., Comprehensive Teacher Induction: Systems for Ea rly Ca reer Learni n g (Dordrecht, Neth.: Kluwer Academic Publishers and WestEd, 2003), available at www. WestEd.org. 3. Tom Ga n s e r, The New Teacher Mentors: Fo u r Trends That Are Changing the Look of Mentoring Programs for New Teachers, American School Board Journal, December 2002, pp. 25-27; and Tom Ganser, Sharing a Cup of Coffee Is Only a Beginning, Journal of Staff Development, Fall 2002, pp. 28-32. 4. James Stigler and James Hiebert, The Teaching Gap (New York: Free Press, 1999). 5. Wang et al., op. cit. 6. Basmat Parsad, Laurie Lewis, and Elizabeth Farris, Teacher Pre p a ration and Professional De ve l- opment, 2000 (Washington, D.C.: National Center for Education Statistics, 2001). 7. Ed w a rd Britton et al., Mo re Swimming, Less Sinking: Pe r s p e c t i ves from Ab road on U.S. Te a c h- er Induction, paper prepared for the National Commission on Mathematics and Science Te a c h- ing in the 21st Century, San Francisco, 2000. 8. Ha r ry K. Wong, Collaborating with Colleagues to Improve Student Learning, Eisenhower National Clearinghouse, ENC Fo c u s, vol. 11, no. 6, 2003, available at www.enc.org/features/focus; and idem, Induction Programs That Keep Wo rking, in Marge Schere r, ed., Keeping Good Te a c h- e r s (Alexandria, Va.: Association for Su p e rv i s i o n and Curriculum Development, 2003), chap. 5, available at www.newteacher.com click on Published Papers. 9. Annette L. Breaux and Harry K. Wong, New Teacher Induction: How To Train, Su p p o rt, and Retain New Te a c h e r s( Mountain Vi ew, Calif.: Ha r ry K. Wong Publications, 2003). 1 0.Michael Ga ret, What Makes Professional Development Ef f e c t i ve?, American Educational Res e a rch Journal, Winter 2001, pp. 915-46. 11. Breaux and Wong, op. cit. K 384 PHI DELTA KAPPAN

Harry K. Wong, Ted Britton, and Tom Ganser, What the World Can Teach Us About New Teacher Induction, Phi Delta Kappan, Vol. 86, No. 5, January 2005, pp. 379-384. Copyright Notice The authors hold copyright to this article, which may be reproduced or otherwise used only in accordance with U.S. law governing fair use. MULTIPLE copies, in print and electronic formats, may not be made or distributed without express permission from the authors. All rights reserved. Distributed with permission.